The document discusses key concepts and authorities under the Industrial Disputes Act, 1947 in India. It summarizes the main types of industrial disputes, including those between employers and employees, and the reasons for disputes like wages, work conditions, etc. It also outlines authorities established under the Act to prevent and settle disputes through mediation and adjudication, like Works Committees, Conciliation Officers, Boards of Conciliation, Labour Courts, and the National Tribunal. The objective of the Act is to provide a mechanism for collective bargaining and the peaceful resolution of industrial disputes.
The document discusses key concepts and authorities under the Industrial Disputes Act, 1947 in India. It summarizes the main types of industrial disputes, including those between employers and employees, as well as lay-offs, lock-outs, strikes and retrenchment. It also outlines the conciliation and adjudication authorities established under the Act to prevent and settle industrial disputes, such as Works Committees, Conciliation Officers, Boards of Conciliation, Labour Courts, Industrial Tribunals and the National Tribunal. The purpose of the Act is to provide machinery for investigation and settlement of industrial disputes through negotiation and ensure industrial peace.
The document discusses a legal case regarding an industrial dispute. An employee named Devkinandan K. Mishra was terminated for sleeping on the job while working as a mechanist charge hand for Sayaji Iron and Engineering Company. The Gujarat High Court ruled that while Mishra was a workman and not a supervisor, his termination was justified given the misconduct, but he should be reinstated with 30% back wages due to it being a single lapse.
The document discusses the Industrial Employment (Standing Orders) Act, 1946 which was enacted in India to define the terms and conditions of employment in industrial establishments.
The key objectives of the Act were to curb exploitation of employees by employers, bring uniformity in conditions of service across different establishments in the same industry, and ensure employees are made aware of their terms and conditions before accepting employment.
The Act applies to establishments employing 100 or more workers and requires employers to submit draft standing orders covering matters listed in a schedule to the Act to the certifying officer for certification. The certifying officer reviews the draft orders for fairness, reasonableness and conformity with the Act before certification.
This document summarizes Indian labor law regarding layoffs. It defines layoff under Section 2(kkk) of the Industrial Dispute Act, 1947 as when an employer is unable to provide employment to a worker listed on the muster roll, for reasons like shortage of materials. It outlines the requirements for a legal layoff, and a worker's right to layoff compensation under Section 25C if they have worked continuously for over a year or six months. The compensation amount is based on weekly wages and must be paid within 45 days, with some exemptions for small establishments.
The document summarizes the Industrial Employment (Standing Orders) Act of 1946 in India. The key points are:
1) The Act requires employers with over 100 workers to define terms of employment in certified standing orders covering areas like working hours, leave, discipline and termination procedures.
2) It aims to ensure workers know their employment conditions and prevent exploitation, while promoting industrial harmony.
3) Employers must submit draft standing orders for certification and modify them only with approval. Certified standing orders supersede employment contracts and are binding on employers and workers.
The document discusses the Industrial Employment (Standing Orders) Act of 1946 in India. The Act was passed to require employers to formally define conditions of employment in order to minimize friction between management and workers. It describes the key aspects of employment that must be covered by standing orders, such as work hours, leave, hiring/firing, and matters of discipline. Additional items specific to coal mines are also outlined.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
The document discusses various facilities and provisions that must be provided to workers under India's Factories Act, 1948. It covers requirements for washing facilities, first aid appliances, canteens, creches, welfare officers, working hours, employment of young persons, annual leave, and the powers of state governments to make additional rules. The key topics include provisions for rest breaks, weekly holidays, limits on women's work hours, health and safety equipment in factories, and facilities for children and nursing mothers.
The document discusses key concepts and authorities under the Industrial Disputes Act, 1947 in India. It summarizes the main types of industrial disputes, including those between employers and employees, as well as lay-offs, lock-outs, strikes and retrenchment. It also outlines the conciliation and adjudication authorities established under the Act to prevent and settle industrial disputes, such as Works Committees, Conciliation Officers, Boards of Conciliation, Labour Courts, Industrial Tribunals and the National Tribunal. The purpose of the Act is to provide machinery for investigation and settlement of industrial disputes through negotiation and ensure industrial peace.
The document discusses a legal case regarding an industrial dispute. An employee named Devkinandan K. Mishra was terminated for sleeping on the job while working as a mechanist charge hand for Sayaji Iron and Engineering Company. The Gujarat High Court ruled that while Mishra was a workman and not a supervisor, his termination was justified given the misconduct, but he should be reinstated with 30% back wages due to it being a single lapse.
The document discusses the Industrial Employment (Standing Orders) Act, 1946 which was enacted in India to define the terms and conditions of employment in industrial establishments.
The key objectives of the Act were to curb exploitation of employees by employers, bring uniformity in conditions of service across different establishments in the same industry, and ensure employees are made aware of their terms and conditions before accepting employment.
The Act applies to establishments employing 100 or more workers and requires employers to submit draft standing orders covering matters listed in a schedule to the Act to the certifying officer for certification. The certifying officer reviews the draft orders for fairness, reasonableness and conformity with the Act before certification.
This document summarizes Indian labor law regarding layoffs. It defines layoff under Section 2(kkk) of the Industrial Dispute Act, 1947 as when an employer is unable to provide employment to a worker listed on the muster roll, for reasons like shortage of materials. It outlines the requirements for a legal layoff, and a worker's right to layoff compensation under Section 25C if they have worked continuously for over a year or six months. The compensation amount is based on weekly wages and must be paid within 45 days, with some exemptions for small establishments.
The document summarizes the Industrial Employment (Standing Orders) Act of 1946 in India. The key points are:
1) The Act requires employers with over 100 workers to define terms of employment in certified standing orders covering areas like working hours, leave, discipline and termination procedures.
2) It aims to ensure workers know their employment conditions and prevent exploitation, while promoting industrial harmony.
3) Employers must submit draft standing orders for certification and modify them only with approval. Certified standing orders supersede employment contracts and are binding on employers and workers.
The document discusses the Industrial Employment (Standing Orders) Act of 1946 in India. The Act was passed to require employers to formally define conditions of employment in order to minimize friction between management and workers. It describes the key aspects of employment that must be covered by standing orders, such as work hours, leave, hiring/firing, and matters of discipline. Additional items specific to coal mines are also outlined.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
The document discusses various facilities and provisions that must be provided to workers under India's Factories Act, 1948. It covers requirements for washing facilities, first aid appliances, canteens, creches, welfare officers, working hours, employment of young persons, annual leave, and the powers of state governments to make additional rules. The key topics include provisions for rest breaks, weekly holidays, limits on women's work hours, health and safety equipment in factories, and facilities for children and nursing mothers.
The Standing Orders Act, 1946 was enacted to ensure uniformity in terms and conditions of employment through statutory standing orders. It applies to establishments employing 100+ workers. Key provisions include:
- Employers must submit draft standing orders to the certifying officer within 6 months for certification.
- Standing orders define classifications, working hours, leave rules, misconduct rules etc.
- Certifying officers certify the standing orders with/without modifications and send to employer/workers.
- Certified standing orders can be modified every 6 months with certifying officer approval. Non-compliance is punishable with fines.
Lockouts are defined as the temporary closing of employment or suspension of work by an employer, refusing to employ workers. Employers are prohibited from lockouts without proper notice and during conciliation proceedings. Illegal lockouts can result in imprisonment or fines.
Retrenchment is defined as termination of a worker's service for any reason other than punishment. Employers must give one month's notice, pay compensation equivalent to 15 days wages per year of service, and notify the government within 3 days.
This document defines children, adolescents, and adults for the purposes of employment regulations. It prohibits the employment of children under 14 in factories and requires those ages 14-16 to carry tokens referencing certificates of fitness from a certifying surgeon. Surgeons can issue certificates for children over 14 or adults over 15, and revoke them if the holder is unfit for that work. Adolescents with adult certificates will be treated as adults under the law. The work hours and conditions for child employees are also restricted. Factories must maintain records of child workers. Inspectors can require re-examinations. The government can make rules on certificates and standards.
The document discusses various sections of labor laws in Bangladesh related to dispute resolution processes like conciliation, arbitration and roles of the labor court and appellate tribunal. It describes the procedures for raising disputes, conducting strikes and lockouts, settlement through conciliation and arbitration. It also outlines the powers and procedures of the labor court in trial of offenses and other cases, rights to appeal judgments to the appellate tribunal.
The document summarizes key aspects of employment laws in Malaysia, including the Employment Act and Sabah and Sarawak Labour Ordinances. It covers categories of employees covered by the laws, definitions of contract of service and contract for service, provisions for terminating contracts, minimum benefits for employees such as wages and maternity protection, and restrictions on deductions from wages. The laws aim to protect employees by specifying terms and conditions of employment.
This document summarizes the key aspects of the Factories Act of 1934 in Pakistan. It defines important terms like adult, child, factory, and occupier. It outlines provisions around inspectors and their powers to ensure health, safety, and proper working conditions. It specifies restrictions on working hours for different groups like adults, children, and women. It also covers requirements around holidays, overtime pay, and penalties for violations of the act. In summary, the Factories Act establishes occupational health and safety standards and regulates the working hours and conditions of employees in factories across Pakistan.
This document provides a summary of key amendments made to the Bangladesh Labour Act of 2006 through subsequent legislation.
The key amendments include: [1] Expanding the definition of "partial disablement"; [2] Adding a definition for "agricultural worker"; [3] Modifying the definition of "gratuity" to include wages for 30 days or 45 days depending on length of service.
The document provides context for these legislative changes by reproducing the relevant sections of the original Bangladesh Labour Act of 2006 that were amended.
The document discusses various labor laws in Pakistan related to factories, including provisions around weekly holidays, annual leave, maximum work hours, overtime pay, and definitions of strikes and lockouts. It also covers the roles and rights of collective bargaining agents, as well as unfair labor practices, provisions around trade union registration, and the procedures and powers of labor courts.
The document summarizes key provisions of Bangladesh Labour Laws 2006. It outlines the history of previous labor acts and the scope and objectives of the 2006 act. It then summarizes several important sections regarding employment conditions, worker classifications, maintenance of service books and other documents, leave procedures, termination reasons like retrenchment and resignation, and retirement requirements. The document provides an overview of the major topics and guidelines covered in the Bangladesh labour laws.
Strikes and lockouts refer to cessation of work by employees or employers respectively. A strike involves a concerted refusal to work or accept employment by employees. A lockout is an act of hostility by employers where work is stopped. Strikes and lockouts can be justified or unjustified based on the facts and circumstances. Indian law places restrictions on strikes and lockouts in public utilities and during conciliation, arbitration or when a settlement is already in place. Illegal strikes and lockouts can result in penalties for employees and employers under the Industrial Disputes Act.
The document discusses the topic of strikes. It begins by defining industrial unrest and explaining that when industrial relations between management and workers break down, strikes can occur as an organized form of unrest. It then defines a strike according to Indian law as a cessation of work by a group of workers to pressure employers to accept demands. The document goes on to describe different types of strikes and discusses when strikes are considered justified or unjustified. It outlines legal restrictions and procedures for strikes under the Industrial Disputes Act, including prohibitions, notice requirements, and penalties for illegal strikes.
The document provides an overview of the Bangladesh Labor Rules of 2015 across multiple chapters, with highlights including:
- Regulations around worker appointment, identification, leave, and misconduct.
- Restrictions on adolescent labor and requirements for pregnancy leave.
- Health and safety measures regarding waste disposal, ventilation, lighting, and protective equipment.
- Accident reporting procedures and arrangements for health services and welfare of workers.
- Topics of working hours, holidays, wage payment, and collective bargaining are also summarized.
The document discusses key aspects of Bangladesh's Labor Law of 2006, including:
1. It outlines exemptions to the law's coverage such as government offices and educational institutions.
2. It describes the grievance procedure for workers under Section 33, including submitting grievances to employers within 30 days and ability to appeal decisions to labor courts.
3. It prohibits the employment of children and outlines medical examination and certificate requirements for employing adolescents between ages 14-18.
4. It discusses rights of laid off workers, including compensation equal to half wages for first 45 days of layoff and one-fourth wages for subsequent periods of 15 days or more of layoff. Employers can instead retrench workers under
This document provides the contents and preamble of the Industrial Employment (Standing Orders) Act, 1946 of India, as amended over time. Some key points:
- The Act requires employers in industrial establishments to formally define employment conditions for workers in the form of standing orders.
- It applies to establishments employing 100+ workers, or fewer as notified by the government. Some types of establishments are exempt.
- Draft standing orders covering matters like wages, work hours, leave etc. must be submitted by employers to certifying officers for certification.
- Certifying officers review drafts, hear objections from unions/workers, and certify orders as long as required matters are covered and they conform to the Act.
A lockout is a temporary closing of a place of employment by refusing to employ workers currently working there. It means closing the physical place of business but not ending the business itself. Lockouts are usually initiated by employers as a bargaining tactic and are prohibited if done without proper notice, within certain time periods around conciliation proceedings, or without reporting employee numbers to the government. Penalties for illegal lockouts include fines up to Rs. 1000 or imprisonment up to 1 month, while instigating an illegal lockout can result in imprisonment up to 6 months or fines up to Rs. 1000.
The document discusses various concepts related to wages, strikes, lock-outs, lay-offs, retrenchment, and closure under Indian labor laws.
It defines wages as all remuneration capable of being expressed in terms of money that would be payable to a workman. It excludes bonuses, gratuities, and contributions to funds.
It also defines strikes, lock-outs, lay-offs, retrenchment, and closure. It discusses the essential elements, differences, and similarities between these concepts. Further, it outlines prohibitions, penalties, and rights related to strikes, lock-outs, and lay-offs under the relevant sections of labor laws.
The document discusses laws related to working hours and employment of young persons in India. It outlines that children under 14 cannot work in factories, and those aged 14 to 18 can only work with a certificate of fitness. It also specifies the maximum working hours for children (4.5 hours/day), adults (9 hours/day, 48 hours/week), and in certain industries like mines (10 hours/day). Overtime work requires wages to be paid at twice the ordinary rate under various labor laws like the Factories Act, Minimum Wages Act, and laws for bidi workers and construction workers.
The document summarizes key provisions around the employment of young persons from India's Factories Act of 1948. It discusses prohibitions on employing children under 14 (Section 67), requirements for certificates of fitness for adolescents 14-18 (Section 68, 69), limits on work hours and shifts for children (Section 71), and record keeping requirements related to young workers (Sections 73, 74). It also gives the labor inspector powers to require medical exams if they suspect a young person is unfit for work (Section 75).
The Factories Act, 1948 outlines regulations for factories in India. A factory is defined as a premises with 10 or more workers if power is used, or 20 or more workers if power is not used. The Act aims to protect worker health and safety. It applies to places with manufacturing processes, regardless of the number of employees. The Act defines key terms, sets requirements for approvals, notifications, and inspections. It also establishes provisions related to worker welfare, health, safety, working hours and holidays.
The Factories Act of 1948 regulates working conditions and safety standards in factories across India. It aims to ensure adequate safety measures to promote worker health and welfare. The Act applies to factories employing 10 or more workers with power or 20 or more without power. It covers provisions around working hours, leave, welfare amenities, hazardous work, and penalties for non-compliance. The document outlines key sections of the Act related to definitions, applicability, employer responsibilities, and penalties.
Este documento presenta indicaciones y 10 fichas para un curso de nivelación de la Universidad y Buen Vivir. Las fichas guían a los estudiantes a realizar actividades de autoconocimiento y construcción de su proyecto de vida a través de ejercicios sobre su identidad, ecosistemas, valores, habilidades y planes de futuro. También incluye 3 talleres grupales sobre comunicación, resolución de conflictos y una universidad ideal.
The Standing Orders Act, 1946 was enacted to ensure uniformity in terms and conditions of employment through statutory standing orders. It applies to establishments employing 100+ workers. Key provisions include:
- Employers must submit draft standing orders to the certifying officer within 6 months for certification.
- Standing orders define classifications, working hours, leave rules, misconduct rules etc.
- Certifying officers certify the standing orders with/without modifications and send to employer/workers.
- Certified standing orders can be modified every 6 months with certifying officer approval. Non-compliance is punishable with fines.
Lockouts are defined as the temporary closing of employment or suspension of work by an employer, refusing to employ workers. Employers are prohibited from lockouts without proper notice and during conciliation proceedings. Illegal lockouts can result in imprisonment or fines.
Retrenchment is defined as termination of a worker's service for any reason other than punishment. Employers must give one month's notice, pay compensation equivalent to 15 days wages per year of service, and notify the government within 3 days.
This document defines children, adolescents, and adults for the purposes of employment regulations. It prohibits the employment of children under 14 in factories and requires those ages 14-16 to carry tokens referencing certificates of fitness from a certifying surgeon. Surgeons can issue certificates for children over 14 or adults over 15, and revoke them if the holder is unfit for that work. Adolescents with adult certificates will be treated as adults under the law. The work hours and conditions for child employees are also restricted. Factories must maintain records of child workers. Inspectors can require re-examinations. The government can make rules on certificates and standards.
The document discusses various sections of labor laws in Bangladesh related to dispute resolution processes like conciliation, arbitration and roles of the labor court and appellate tribunal. It describes the procedures for raising disputes, conducting strikes and lockouts, settlement through conciliation and arbitration. It also outlines the powers and procedures of the labor court in trial of offenses and other cases, rights to appeal judgments to the appellate tribunal.
The document summarizes key aspects of employment laws in Malaysia, including the Employment Act and Sabah and Sarawak Labour Ordinances. It covers categories of employees covered by the laws, definitions of contract of service and contract for service, provisions for terminating contracts, minimum benefits for employees such as wages and maternity protection, and restrictions on deductions from wages. The laws aim to protect employees by specifying terms and conditions of employment.
This document summarizes the key aspects of the Factories Act of 1934 in Pakistan. It defines important terms like adult, child, factory, and occupier. It outlines provisions around inspectors and their powers to ensure health, safety, and proper working conditions. It specifies restrictions on working hours for different groups like adults, children, and women. It also covers requirements around holidays, overtime pay, and penalties for violations of the act. In summary, the Factories Act establishes occupational health and safety standards and regulates the working hours and conditions of employees in factories across Pakistan.
This document provides a summary of key amendments made to the Bangladesh Labour Act of 2006 through subsequent legislation.
The key amendments include: [1] Expanding the definition of "partial disablement"; [2] Adding a definition for "agricultural worker"; [3] Modifying the definition of "gratuity" to include wages for 30 days or 45 days depending on length of service.
The document provides context for these legislative changes by reproducing the relevant sections of the original Bangladesh Labour Act of 2006 that were amended.
The document discusses various labor laws in Pakistan related to factories, including provisions around weekly holidays, annual leave, maximum work hours, overtime pay, and definitions of strikes and lockouts. It also covers the roles and rights of collective bargaining agents, as well as unfair labor practices, provisions around trade union registration, and the procedures and powers of labor courts.
The document summarizes key provisions of Bangladesh Labour Laws 2006. It outlines the history of previous labor acts and the scope and objectives of the 2006 act. It then summarizes several important sections regarding employment conditions, worker classifications, maintenance of service books and other documents, leave procedures, termination reasons like retrenchment and resignation, and retirement requirements. The document provides an overview of the major topics and guidelines covered in the Bangladesh labour laws.
Strikes and lockouts refer to cessation of work by employees or employers respectively. A strike involves a concerted refusal to work or accept employment by employees. A lockout is an act of hostility by employers where work is stopped. Strikes and lockouts can be justified or unjustified based on the facts and circumstances. Indian law places restrictions on strikes and lockouts in public utilities and during conciliation, arbitration or when a settlement is already in place. Illegal strikes and lockouts can result in penalties for employees and employers under the Industrial Disputes Act.
The document discusses the topic of strikes. It begins by defining industrial unrest and explaining that when industrial relations between management and workers break down, strikes can occur as an organized form of unrest. It then defines a strike according to Indian law as a cessation of work by a group of workers to pressure employers to accept demands. The document goes on to describe different types of strikes and discusses when strikes are considered justified or unjustified. It outlines legal restrictions and procedures for strikes under the Industrial Disputes Act, including prohibitions, notice requirements, and penalties for illegal strikes.
The document provides an overview of the Bangladesh Labor Rules of 2015 across multiple chapters, with highlights including:
- Regulations around worker appointment, identification, leave, and misconduct.
- Restrictions on adolescent labor and requirements for pregnancy leave.
- Health and safety measures regarding waste disposal, ventilation, lighting, and protective equipment.
- Accident reporting procedures and arrangements for health services and welfare of workers.
- Topics of working hours, holidays, wage payment, and collective bargaining are also summarized.
The document discusses key aspects of Bangladesh's Labor Law of 2006, including:
1. It outlines exemptions to the law's coverage such as government offices and educational institutions.
2. It describes the grievance procedure for workers under Section 33, including submitting grievances to employers within 30 days and ability to appeal decisions to labor courts.
3. It prohibits the employment of children and outlines medical examination and certificate requirements for employing adolescents between ages 14-18.
4. It discusses rights of laid off workers, including compensation equal to half wages for first 45 days of layoff and one-fourth wages for subsequent periods of 15 days or more of layoff. Employers can instead retrench workers under
This document provides the contents and preamble of the Industrial Employment (Standing Orders) Act, 1946 of India, as amended over time. Some key points:
- The Act requires employers in industrial establishments to formally define employment conditions for workers in the form of standing orders.
- It applies to establishments employing 100+ workers, or fewer as notified by the government. Some types of establishments are exempt.
- Draft standing orders covering matters like wages, work hours, leave etc. must be submitted by employers to certifying officers for certification.
- Certifying officers review drafts, hear objections from unions/workers, and certify orders as long as required matters are covered and they conform to the Act.
A lockout is a temporary closing of a place of employment by refusing to employ workers currently working there. It means closing the physical place of business but not ending the business itself. Lockouts are usually initiated by employers as a bargaining tactic and are prohibited if done without proper notice, within certain time periods around conciliation proceedings, or without reporting employee numbers to the government. Penalties for illegal lockouts include fines up to Rs. 1000 or imprisonment up to 1 month, while instigating an illegal lockout can result in imprisonment up to 6 months or fines up to Rs. 1000.
The document discusses various concepts related to wages, strikes, lock-outs, lay-offs, retrenchment, and closure under Indian labor laws.
It defines wages as all remuneration capable of being expressed in terms of money that would be payable to a workman. It excludes bonuses, gratuities, and contributions to funds.
It also defines strikes, lock-outs, lay-offs, retrenchment, and closure. It discusses the essential elements, differences, and similarities between these concepts. Further, it outlines prohibitions, penalties, and rights related to strikes, lock-outs, and lay-offs under the relevant sections of labor laws.
The document discusses laws related to working hours and employment of young persons in India. It outlines that children under 14 cannot work in factories, and those aged 14 to 18 can only work with a certificate of fitness. It also specifies the maximum working hours for children (4.5 hours/day), adults (9 hours/day, 48 hours/week), and in certain industries like mines (10 hours/day). Overtime work requires wages to be paid at twice the ordinary rate under various labor laws like the Factories Act, Minimum Wages Act, and laws for bidi workers and construction workers.
The document summarizes key provisions around the employment of young persons from India's Factories Act of 1948. It discusses prohibitions on employing children under 14 (Section 67), requirements for certificates of fitness for adolescents 14-18 (Section 68, 69), limits on work hours and shifts for children (Section 71), and record keeping requirements related to young workers (Sections 73, 74). It also gives the labor inspector powers to require medical exams if they suspect a young person is unfit for work (Section 75).
The Factories Act, 1948 outlines regulations for factories in India. A factory is defined as a premises with 10 or more workers if power is used, or 20 or more workers if power is not used. The Act aims to protect worker health and safety. It applies to places with manufacturing processes, regardless of the number of employees. The Act defines key terms, sets requirements for approvals, notifications, and inspections. It also establishes provisions related to worker welfare, health, safety, working hours and holidays.
The Factories Act of 1948 regulates working conditions and safety standards in factories across India. It aims to ensure adequate safety measures to promote worker health and welfare. The Act applies to factories employing 10 or more workers with power or 20 or more without power. It covers provisions around working hours, leave, welfare amenities, hazardous work, and penalties for non-compliance. The document outlines key sections of the Act related to definitions, applicability, employer responsibilities, and penalties.
Este documento presenta indicaciones y 10 fichas para un curso de nivelación de la Universidad y Buen Vivir. Las fichas guían a los estudiantes a realizar actividades de autoconocimiento y construcción de su proyecto de vida a través de ejercicios sobre su identidad, ecosistemas, valores, habilidades y planes de futuro. También incluye 3 talleres grupales sobre comunicación, resolución de conflictos y una universidad ideal.
Este curso analiza obras literarias hispanoamericanas de la lista de lectura del curso AP Spanish Literature and Culture. Los estudiantes explorarán temas históricos y culturales a través del estudio de narrativa, poesía, teatro y arte, y desarrollarán estrategias pedagógicas para enseñar estos textos. El curso incluye exámenes, presentaciones, un ensayo comparativo y la creación de un portafolio con recursos para la enseñanza de la literatura hispanoamericana.
La contabilidad registra, clasifica y resume las operaciones de un negocio para interpretar sus resultados y permitir que los gerentes conozcan el estado del negocio. La contabilidad en el siglo XXI se ve influenciada por la tecnología, la complejidad de los negocios globalizados y la educación. Los sistemas de información contable deben proveer información financiera y no financiera, interna y externa, para evaluar la gestión y controlar procesos oportunamente.
This document is the first page of a poetry blog that publishes submissions from poets. It announces that the blog is accepting up to 3 poems per submission by email. It then includes 4 poems submitted by the poet Tatjana Debeljacki and notes some biographical information and links for the poet.
Two friends go fishing at night but don't catch anything, with one friend growing tired. They try fishing during the day and also have no luck until they work together, catching many fish with teamwork. They reflect on their experience and learn that fishing requires effort, Jesus is powerful, and anyone can choose to follow him.
Este documento resume las propiedades farmacológicas de la morfina y morfosímiles. Describe su mecanismo de acción analgésico a través de la estimulación de receptores opioides en el sistema nervioso central. También detalla sus efectos en el sistema respiratorio, circulatorio, digestivo y otros sistemas, así como su metabolismo, usos clínicos, dosis, contraindicaciones y reacciones adversas. Finalmente, presenta información sobre el mecanismo de acción dual del tramadol.
El documento habla sobre un portal de urología en español para profesionales. El portal provee información y recursos sobre urología para médicos y otros profesionales de la salud hispanohablantes.
José Vidal Gaitán Rocha es un ingeniero mecánico electricista registrado con el número 23813 en el CIP. Vive en la avenida 13 de Julio 316 en Cajamarca. Su número de teléfono es 976687416 y su número RPM es 146383.
Vodafone, a leading international mobile company, fully entered the Indian market in September 2007 through its acquisition of Hutchison Essar, which it renamed Vodafone Essar. Vodafone Essar commenced operations in 1994 and has received several awards for being India's most respected telecom company and best mobile service. It offers a variety of products and services including voice, messaging, data and broadband to meet customers' communication needs.
Este documento resume las propiedades y usos de los anestésicos locales. Brevemente: 1) Los anestésicos locales inhiben reversiblemente la generación y propagación del impulso nervioso al bloquear los canales de sodio; 2) Han evolucionado químicamente desde la cocaína a compuestos más seguros como la lidocaína y bupivacaína; 3) Su potencia depende de factores como su liposolubilidad, pKa y concentración aplicada.
TDWI Keynote: Outside In - The Future of Business Intelligence innovationmark madsen
The real future of business intelligence rather than the retro future we've been building, and where to look for inspiration and innovation in the future.
O documento discute bioética e aborto. Primeiro, define bioética e explica seus princípios e momentos. Depois, define aborto e discute sua classificação, argumentos a favor e contra, motivos que levam ao aborto, a visão da Igreja Católica e situação legal em Portugal.
La demencia es un síndrome que afecta las funciones cerebrales superiores de tipo cognitivo, conductual y adquirido. La más común es la enfermedad de Alzheimer, la cual se manifiesta como deterioro cognitivo y trastornos conductuales que comienzan con alteraciones en la memoria y reducción en la generación de palabras. Otras causas frecuentes son la demencia vascular causada por lesiones cerebrales de origen vascular, y la demencia frontotemporal caracterizada por atrofia de los lóbulos frontales y temporales. El
Se presenta acontinuación las enfermedades mas comunes del músculo, dentro de la miopatias como lo son las distrofias musculares, de las cuales la más relevante es la distrofia muscular de duchenne.
The Industrial Disputes Act 1947 provides the framework for resolving industrial disputes in India. The key objectives of the act are promoting industrial harmony by preventing illegal strikes and lockouts, and facilitating the settlement of disputes through collective bargaining and third party intervention. The act covers all industrial disputes between employers and workmen related to wages, working conditions, and other employment terms. It establishes authorities for addressing different types of disputes and outlines prohibited activities and associated penalties during disputes to maintain industrial peace.
The Industrial Disputes Act, 1947 aims to provide machinery and procedures for resolving industrial disputes through negotiation. The Act defines an industrial dispute as any dispute between employers and employees regarding employment terms or conditions. It establishes mechanisms for conciliation, adjudication, and investigation of industrial disputes. During the pendency of dispute proceedings, Section 33 prohibits employers from altering terms of service or punishing employees involved in the dispute, except with permission, to maintain the status quo.
This document summarizes key employment and labour legislation in Trinidad and Tobago. It discusses contracts of employment and service, types of employment contracts, recourse for employees, characteristics that distinguish employees from independent contractors, the Industrial Relations Act, the Truck Ordinance, foreign labour contracts, trade disputes, retrenchment and severance benefits, minimum wages, national insurance amendments, the Maternity Protection Act, the Equal Opportunity Act, and the proposed Occupational Safety and Health Bill. The presentation provides an overview of the legislation and highlights important impacts, definitions, rights, and changes contained within them.
The document outlines the key aspects of the Industrial Disputes Act 1947 in India. It discusses the objectives of the act which are to promote industrial harmony, settle disputes between employers and employees, recognize trade unions, and prevent illegal strikes and lockouts. It defines key terms like industry, industrial dispute, workman, and outlines the various authorities and mechanisms for grievance redressal, penalties for illegal strikes and lockouts, rules around layoffs and retrenchment, and the overall industrial disputes resolution process.
The document provides an overview of key definitions and concepts from the Industrial Disputes Act 1947 in India. It begins by giving context for the act, noting it replaced previous legislation and was passed to help settle industrial disputes. Several sections then define important terms related to industrial relations like "industrial dispute", "wages", "lay off", "lockout" and "retrenchment". Case laws are also referenced to further explain interpretations of these terms by courts. The objective is to help regulate labor-management relations and resolve conflicts in a peaceful manner.
This material is a part of our PGPSE programe. Our programme is available for any student after class 12th / graduation. AFTERSCHO☺OL conducts PGPSE, which is available free to all online students. There are no charges. PGPSE is a very rigorous programme, designed to give a comprehensive training in social entrepreneurship / spiritual entrepreneurship. This programme is aimed at those persons, who want to ultimately set up their own business enterprises which can benefit society substantially. PGPSE is a unique programme, as it combines industry consultancy, business solutions and case studies in addition to spirituality and social concerns. You can read the details at www.afterschoool.tk or at www.afterschool.tk
Strikes occur when a group of employees refuses to work due to disagreements with employers over issues like pay, working conditions, or job losses. The purpose is to compel employers to agree to terms. While strikes can help workers in negotiations by increasing bargaining power, they also have negative consequences like loss of wages and potential for violence. Both workers and employers experience disadvantages during strikes.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
RETRENCHMENT UNDER THE INDUSTRIAL DISPUTES ACT, 1947haimanti1986
This document summarizes Indian labor law regarding retrenchment. It defines retrenchment as the termination of an employee's services by the employer for any reason other than as punishment. Originally, Indian law did not require compensation for retrenchment, but amendments in 1953, 1964, and 1976 established compensation requirements. The 1976 amendment distinguished between industries employing over 100 workers, for which special provisions apply, and other industries covered under the original Chapter V-A. Both chapters require employers to follow principles of seniority-based layoffs and re-employment of retrenched workers. Employers must also follow notice periods and compensation levels specified in the applicable chapter or face penalties.
The Industrial Disputes Act of 1947 defines an industrial dispute as any disagreement between employers and employees regarding wages, working conditions, employment terms or union recognition. The objectives of the act are to promote good relations between employers and workers, settle industrial disputes, prevent illegal strikes and lockouts, and provide relief to workers during layoffs. Some key features of the act include extending its jurisdiction across India, encouraging arbitration over disputes, establishing works committees for consultation, and setting up a conciliation process with time limits. It also allows the government to refer disputes to appropriate authorities and regulates the right to strike or lockout during conciliation and arbitration proceedings.
The document summarizes key aspects of the Industrial Disputes Act, 1947 in India. It defines an industrial dispute as a conflict between management and workers regarding terms of employment. The Act aims to promote amity between employers and employees, settle disputes, prevent illegal strikes and lockouts, and provide relief to workers during layoffs. It establishes mechanisms for conciliation and arbitration of disputes. The Act also defines common forms of disputes like strikes and lockouts, and regulates these during dispute resolution processes. It covers important terms used in the Act like appropriate government, arbitrator, wages, industry and workmen.
The document summarizes key aspects of the Industrial Employment (Standing Orders) Act, 1946 and the proposed changes in the Industrial Relations Code Bill, 2020. The Act requires employers with over 100 workers to define conditions of work through standing orders. The Code raises this threshold to 300 workers. It also introduces stricter conditions for legal strikes, requiring notice and conciliation/arbitration proceedings. Critics argue this weakens worker rights and makes legal strikes difficult. The Code proposes a reskilling fund for retrenched workers, but funding sources are vague.
The Industrial Disputes Act 1947 aims to provide provisions for investigating and settling industrial disputes. Some key points include: defining industry and providing for works committees, conciliation of disputes by third parties, adjudication of disputes by labor courts, regulations around layoffs and retrenchment including prior permissions, compensation, and prohibitions. The Act also describes unfair labor practices, closures, strikes and lockouts. The Standing Orders Act 1946 requires establishments with 100+ workers to provide standing orders on various terms of employment.
Strike And lock out under industrial dispute act 1947ipadin0327
This document defines strikes and lockouts under the Industrial Disputes Act of 1947 in India. It provides that a strike is a cessation of work by employees in an industry acting together. A lockout is when an employer temporarily closes a place of employment or suspends work. The document outlines reasons for strikes and lockouts, different types of strikes like general strikes and sit-down strikes, procedures for legal strikes in India, definitions and reasons for lockouts, and penalties for illegal strikes and lockouts.
The document discusses key provisions of the Industrial Disputes Act relating to settlements, awards, strikes, lock-outs, layoffs, retrenchment and closure.
It defines key terms and outlines procedures that must be followed, such as requiring one month notice periods and compensation for layoffs, retrenchment and closure. Penalties are prescribed for illegal strikes, lockouts and failure to follow proper procedures. Case studies are also referenced to provide examples.
The document provides an overview of various labor laws in India, including:
- The Workmen's Compensation Act 1923, which provides compensation to workers for injuries sustained during employment.
- The Factories Act 1948, which regulates working conditions in factories like maximum work hours, holidays, and safety measures.
- The Apprentices Act 1961, which regulates apprenticeship programs in trades designated by the government.
- The Contract Labor (Regulation & Abolition) Act 1970, which regulates employment of contract labor and provides welfare measures for them.
- The Employment Exchange Act 1959, which requires employers to notify vacancies to employment exchanges before hiring.
The document discusses several important industrial laws in Pakistan including the Factories Act, Apprenticeship Ordinance, and Industrial Relations Act. It aims to improve knowledge of laws applicable to industrial and commercial setups. Key points covered include legal definitions and classifications of workers, health and safety standards, working hours and leave policies, procedures for hiring and training apprentices, regulation of trade unions and dispute resolution processes. The document provides an overview of important concepts and compliance requirements under major labor laws in Pakistan.
1. The document defines an industrial dispute as any difference or dispute between employers/employees related to employment terms, conditions, or unemployment.
2. An industrial dispute must involve employers and employees or workers, and relate to employment, terms, conditions of labor, or an industry as defined.
3. Strikes and lock-outs are restricted under the Act to achieve peaceful resolution, with notice requirements and prohibitions during conciliation proceedings.
The Industrial Disputes Act 1947 aims to promote industrial harmony by establishing mechanisms for dispute resolution and improving relations between employers and employees. Some key objectives include minimizing disputes through settlement machineries, providing suitable machinery for investigating and settling disputes, and preventing illegal strikes and lockouts.
The Act defines important terms related to industrial disputes, employers, employees, wages, layoffs, retrenchment etc. It establishes various authorities for conciliation, adjudication and resolution of disputes. Disputes must go through conciliation before being referred to labor courts or tribunals. The Act prohibits unfair labor practices and illegal strikes/lockouts. It provides for notice periods in case of layoffs and retrenchment, as well as compensation for laid
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सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
2. DISPUTE(s)
Between employer
and employee
Between employer
and employer
Between
employee and
employee.
1
3
2
Maximum disputes
arises b/w
employer and
employee.
Main reason
BANDANA
TYC LAW 4th
SEM.
5. CONSEQUENCES:-
• LAY OFF
• RETRENCHMENT
• LOCK OUT
• CLOSURE OF BUSINESS
EMPLOYER
• AGITATION
• STRIKES
• DAMAGE TO PROPERTY
OF EMPLOYER
EMPLOYEE
BANDANA
TYC LAW 4th
SEM.
6. WHO ARE GOING TO BE EFFECTED
EMPLOYER
NATION
STATEINDUSTRY
EMPLOYEE
BANDANA
TYC LAW 4th
SEM.
8.
MAIN FEATURES
OF I.D. ACT
Application
of the act
Extent of the
ACT
Constitution of
comprehensive
machinery
Prevention &
settlement of
industrial
dispute
Reference by
appropriate
GOVT.
Speedy disposal
of industrial
disputes
Enforcement of
awards
Prohibition of
strikes & lock-
outs
Public
utility
Regulations of
lay-off ,
retrenchment ,
transfer &
closure
Compensation
Compulsory
settlement by
adjudication
BANDANA
TYC LAW 4th
SEM.
9. REASONS &
OBJECTS OF
THE ACT
Provide
suitable
machinery
Promote
collective
bargainin
g
Prevent
illegal
strikes
Peaceful
settlemen
t
Provide relief to
workman against
Lay-off
Avoid
unfair
practice
Makes good
relations b/w
employer &
employee
Ameliorate
the
conditions of
workers
B
A
N
D
A
N
A
TYC
LAW
4th
SEM
.
10. Section 2(a)
APPROPRIATE GOVERNMENT
The
Central govt.
The
State
Govt.
THE
APPROPRIATE
GOVERNMENT
Both bodies
are
Able to deal
with such
disputes
Matters
Related
with this
act
Vested
Various
powers
& duties
BANDANA
TYC LAW 4th
SEM.
12. …… AVERAGE PAY MEANS THE
AVERAGE OF THE WAGES PAYABLE
TO A WORKMAN….
AVERAGE PAY
SECTION 2(aaa)
MONTHLY
Payable in three
complete
calendar months
WEEKLY
Payable in four
complete weeks
DAILY
Payable in
complete
twelve full
working days BANDANA
TYC LAW 4th
SEM.
13. AWARD
ENFORCEMENT
.Final as well as interim
determination . The tribunal can
grant such interim awards which
they are competent to grant at the
time of final award
.Aggrieved party apply to appropriate
government.
.Any money payable by employer to his
workman
.Whose favour the award has been granted
may file suit and obtain a decree.
It includes an Arbitration
award under section 10-A
AWARD
Sec.2(b)
It’s first part covers a
determination, final or
interim, of any industrial
dispute
It’s second part takes a
determination of any
question relating to any
industrial dispute.
Award means an interim or final
determination of any industrial dispute or
of any question thereto.
.”DETERMINATION”----1.Labour court
----2Traibunal or
3.National tribunal
BANDANA
TYC LAW 4th
SEM.
14. INDUSTRY
INDUSTERY
SEC. 2(j)
Industry means any
business , trade,
undertaking ,
manufacture or
manufacture or calling of
employers .
It includes any calling,
service, employment,
handicraft, or industrial
occupation or avocation
of workman.
Amended definition:-
Industry means any systematic activity carried on
by co-operation between an employer and his
workmen (whether such workmen are employed by
such employer directly or through any agency,
including a contract)for the production ,supply or
distribution of goods or services with a view to
satisfy human wants or (wishes not being wants or
wishes which are mere spiritual or religious in
nature)
BANDANA
TYC LAW 4th
SEM.
17. LAY-OFF
SECTION 2(kkk)
1. An
employer >who is willing to employ
>fails or refuses or is unable
>to provide
employment
>For reasons beyond his
control
Failure
Or
Refusal
>shortage of coal,
>shortage of raw material
>The accumulation of stock
>The breakdown of machinery
>Natural calamity
>Any other connected reasons.
2. So
deprived of
employment
3.Whose name
is borne on the
muster rolls
1. A
workman
Workman must not
have been Retrenched
Temporarily
Relationship
doesn’t
comes To an
end
Period
during
emergency
Relations
suspended
but not ends
For any other
Reason(EJUSD
UM JENERIS)
MAIN
POINT
S
18. CLASSIFICATION OF LAY-OFF
HALF-DAY
Deemed to be lay-off only for
half day if:-
1) The workman at the
commencement of any shift
for any day
2) The workman is given
employment by the
employee during the
second half of the day;
’’in such case the workman is
entitled to full basic wages and
dearness allowance for that
second half of the day------’’’’’’
FULL DAY
Deemed to be lay-off for
the full day :-
1) Name of the workman
is deemed to borne on
the muster rolls;
2) He represents himself
for work;
3) He is not given
employment by the
employer 2 hours;
MORE THAN A DAY
>>>>> When the workman were not
provide work for some period beyond
one day.
>>>>> It may not a long period but
a short period.
>>>>> When the emergency
conditions are over and the firm
starts working.
>>>>> This lay-off does not amount
to retrenchment.
BANDANA
TYC LAW 4th SEM.
19. LOCK-
OUT
SEC.2(i)
Closing of
place of
employment
Suspension
of work
Refusal by
employer to
continue
work
INGREDIENTS
Temporarily
closing of a
place of
Employment
Suspension of
work
By the
employer
Refusal by
employer to
continue work by
any no. of
persons
Acts of employer
should be
motivated by
COERCION.
An industry as
defined
in the Act
A dispute in
such industry
BANDANA
TYC LAW 4th SEM.
21. ESSENTIALS OF
RETRENCHMENT
1,2 5,6
8 7
3
There must be
termination of
services by the
employer
Termination be for any
reason whatsoever except
unfair labour practice
etc.
Termination of service
must be of surplus
labour or staff in a
continuing industry.
Termination
must not fall
within the
exclusion clause
of definition.
Employer is not
accept to carry on
the burden of
surplus labour.
The service which is
terminated must have
been capable of being
continued,
Proper reasons such as
economy , nationalism,
industrial or trade
reasons
4
22. STRIKE
SEC.2(q)
Means:-
Cessation
of
work
Concerted
Refusal
Refusal under
common
understanding
By a body of
persons who
are employed
in an industry
:-Any
Number of
persons
:-Or have been
employed
In industry to
continue to work
or to accept
employment
REFUSALBYNO.OFPERSONS
INDUSTERIALDEMANDS
Stoppage of work
INGREDIENTS
OF
STRIKE…….>
>
>
>
>
>
>
>
:-Strike is stoppage of work
:-The stopping of work should
be by body of persons.
:- Such body of persons should be employed in any industry which
defined by section 2(j) of the Act.
:- Such body of persons must be acting in combination.
:- There must be concerted refusal, or planned refusal under a common
understanding by body of such persons.
:-The purpose and aim of the refusal is not to continue the work or to
accept employment , until the demand(s) of the employees are fulfilled.
:- MENS REA being present as the workmen had a dispute with the
employer.
BANDANA
TYC LAW 4th
SEM.
23. STRIKE…….
SECTION 2(q)
GENERAL TYPES
1. GENERAL STRIKE
2. TOKEN STRIKE
3. STAY-IN/SIT-
DOWN/TOOLS-
DOWN/PEN-DOWN
STRIKE
4. SO-SLOW STRIKE
5. WORK-TO RULE STRIKE
6. QUICK OR LIHGTNING
STRIKE
7. SYMPATHETIC STRIKE
8. HUNGER STRIKE
9. GHERAO
TYPES (LEGALITY)
1. LAGAL STRIKE
2. ILLEGAL STRIKE
3. UNJUSTIFIED
STRIKE
PROHIBITION
1. PROHIBITION OF
STIKES IN A PUBLIC
UTILITY( Section 22)
2. GENERAL
PROHIBITION OF
STRIKE (Section 23)
BANDANA
TYC LAW 4th
SEM.
24. KINDS OF STRIKE ACCORDING TO
LEGALITY OF THE STRIKE……
LEGAL STRIKE
a). A notice of strike to
the employer is served
within six weeks before
striking;
b). The date of strike is
not be within 14 days
from the date of notice;
C). The date of strike is
on or after the date
specified in the strike
but not before that.
d). The strike is not
during the pendency of
conciliation proceedings
and seven days after the
conclusion of said
proceedings.
ILLEGAL STRIKE
1. Contravention of sec
22 or sec. 23
2. If it is contravention of
an order under sec.
10(3) or (4-A)of sec.
10.
3. Strike is illegal if it is
declared without the
prior notice in public
utility u/s 22(1).
4. If it is declared during
pendency—u/s 23
UNJUSTIFIED
STRIKE
1. Strike has been started in
violation of standing
orders of that industry.
2. Illegal strike
3. Illegal strike on the
demands of wages even
though it is accepted by
the employer .
4. Where the workmen
started sit-down or
GHERAO whether there is
violence or not.
5. Strike for the purpose of
circumventing an
amicable settlement .
>Conciliation proceedings before a
board & 7 days after conclusion
>Proceedings before L. C. , Tri.
,N.T.& 2
months after decision.
> Arbitration proceedings
SEC.23
Prohibition
on strike in p.
u.
SEC.22
General
prohibition
on strike.
SEC.10(3)
Dispute
referred to
LC, Tri.,
NT(Prohibit
strike and
lock out.
SEC.10-A(4-
A) Dispute
referred to
ARBITRATION.
SEC 22(1).
Person
employed in
public utility
BANDANA
TYC LAW 4th SEM.
25. LAY-OFF
SECTION2(kkk)
STRIKE
SECTION2(q)
RETRENCHMENT
SECTION 2(oo)
LOCK-OUT
SECTION 2(l)
Employer is willing.
Applicable to a group of workers, or to entire
workers, or to the workers of one shift.
Failure or refusal or inability of an employer.
Trade reasons beyond the control of workman.
Lay-off is not concerned with a dispute with the
workman.
Occurs in continuous business.
Reasons specified in sec 2(kkk).
Compensation
Unintentionally act
Termination of service .
> Permanent in nature
> Relationship is severed.
> Intention is to reduce surplus labour.
> Without any dispute.
> Retrenched workman can be re-
employed.
> Business is still continuous.
Cessation of work.
>Concerted refusal or refusal under common
understanding
> By no. Of employees
> Who are or have been employed in industry to
continue or to accept work.
>Armoury of workmen for compelling to employer.
>No strike during the pendency of
any dispute’s proceeding.
Notice should be served.
> Mostly related with wages..
a) Employer isn’t willing to employ
b)Temporary closing of a place of
employment.
c) Suspension of work.
d) Refusal by employer to continue to employ any no.
persons employed by him.
e) Act is to coerce or pressurise the labour.
f)It is due to an industrial dispute &during the period
of continuous.
g)Establishment is completely closed.
h) Compensation depends upon legal or illegal lock-
out, justified or unjustified lock-out etc.
B
A
N
D
A
N
A
T
Y
C
L
A
W
4t
h
S
E
M
26. SYSTEM
AUTHORITY PURPOSE CONSTITUTIO
N
POWERS DUTIES
Non-
adjudicatory
Adjudicator
y
Arbitrati
on
Courts
Works
Committee
Conciliation
Officer
Board of
conciliati
on
Prevention
Section 3 Section 3(1)
Section3(2)
Section 4 Section 11
Section 12
Section 5 Section 11
Section 13
Section 6 Section11
Section 14
Section 7 Section 11&11 A
Section 15
Section 7(a) Section 11 & 11-A
Section 15
Conciliation &
Mediation
Board of
conciliation
Investigation
Adjudication
Industrial
Tribunal
Court of enquiry
Labour
court
National
tribunal
Voluntary
Arbitration
H.C.& S.C.
I.T.
N.T.
Arbitration
Final decision
Articles 136,226&227
Of the constitution.
27. WORKS COMMITTEECONSTITUTIO
N
Statutory body
100 or more workmen
are employed
Appropriate government
may by general or
specific order to
constitutes
Shall be constituted with
the representative or
employer or workmen
Representative are
elected by in prescribed
manner
Elected in such a manner
that all categories ,
groups and classes of
workmen engaged in
various sections , shops
or departments
OBJECTS
Primary step to
investigate and
settlement of
industrial dispute
Through direct
negotiation between
representatives of
employers and
workmen
Secure industrial
peace
Securing and
preserving amity
and good relations
b/w employer and
workmen
DISSOLUTION
Concerned officer or
authority under rule 57
of the ID Act 1947…---
1. Not constituted in
accordance with rules
38 to 57;
2. If nit less then 2/3 of
the representative of
the workmen in the
committee failed to
attend 3 consecutive
meetings
3. Ceased to function for
any other reason
BANDANA
TYC LAW 4th
SEM.
28. MEANING OF CONCILIATION
> It implies a
compromise---
a basically
voluntary
process
> Not an
adjudicative
mechanism.
>Alternative
method of
resolving the
disputes.
Conductive
step to
avoid avert
recourse to
adjudication
“CONCILIATION”
Means ‘bringing of
opposing parties or
individual into
harmony..’
BANDANA
TYC LAW 4th
SEM.